motivational coach sheli G

Posts tagged ‘Team Building’

The New Black… for LEADERS

Vulnerability.

What does that word bring up for you?

Open. Victim. Brave. Weak. Insecure. Truth-telling.

vulnerable oprah

We tend to associate vulnerability with beliefs, people, and places that we have experienced in our past. In the English language, Vulnerability can reference various states of being, depending on the assumed or referenced context;

  • the state of being vulnerable or exposed
  • easily hurt or harmed physically, mentally, financially or emotionally

Most of the Vulnerability definitions you can find online are pretty much referring to an old-school, “bad news” come-from.

If you are military for example, you are trained not to be vulnerable, because vulnerability leaves you open to attack. This is similar to the old Corporate leadership structure. Act tough. Be “strong”. Represent a fortress-like presence so that everyone will respect you, be intimidated by you, and assume you do not have any weak spots they can prey upon.

vulnerable 1

This doesn’t work anymore.
There are certainly moments or situations to “shore up” ourselves, and not be opened up wide. Not every situation or person is safe. However, all of us are vincible, whether we act strong all the time or not. And we all know this- not only about ourselves, but about mankind in general. (cat’s out of the bag!) It used to be fashionable to act tough all the time. But these days, the new coolness, the must-have tool in any leaders tool-belt, the new Black for Leaders is: Healthy Vulnerability, by choice.

Healthy Vulnerability…. What?
“Vulnerability is the absolute heartbeat of innovation and creativity,” Brene Brown says. “There can be zero innovation without vulnerability.” Brene has a couple of very powerful and humorous TED TALKS on Vulnerability. Brené Brown Ph.D. LMSW is an American scholar, author, and public speaker, who is currently a research professor at the University of Houston

Entrepreneurs, Leaders, Managers, CEO’s, Bloggers, thought leaders…we are all vulnerable. Yup. There you have it. Don’t fight it. You’re expending pointless energy if you resist- something leaders don’t like to do! The minute we choose into putting ourselves, our beliefs, our ideas out there, we are vulnerable. The more you do it, the more vulnerable you are. To be a WORLD CHANGER, vulnerability is a huge key to success.

vulnerable armsAccording to Brown, vulnerability is: the combination of uncertainty, risk, and emotional exposure.
Hmmm. This is pretty much entrepreneurship.
I know- I’ve been in it since 1995. Vulnerability is the natural culture of what we do. To pretend you are not vulnerable, is to lack authenticity. It’s tough to respect, much less follow that leader. He or she is perpetuating an atmosphere of denial and anxiety. It’s real, it’s healthy, and it is more courageous for every leader to be OK with healthy vulnerability. We ask our teams to do it. So- how can we inspire our teams to be honest, and take searching self-inventories of what IS working, and what is NOT working, if we do not lead them by example?  It is what I do, not just what I say. And if what I say and do are not in alignment, (that includes alignment with the companies results) it’s quite obvious.

So, just be pathetic all the time? To everyone?

vulnerable question

Um…No 🙂

Again, vulnerability is powerful when it’s accessed at the proper time, place and crowd.

I am not saying go drinking with your peeps, and totally breakdown, with no resolve or value as a net result. (really- don’t do this)
I am also not implying you should tell all your deepest secrets to your whole team or company.

I am not saying cry all the time. That would be exhausting. 🙂

Balance and being intuitively appropriate are also leadership keys.
You don’t throw out those other skills that you have worked so hard to cultivate. You integrate them all, intuitively.

Some leaders go to extremes. “I want to be strong and have them believe I can do anything! I don’t want to be vulnerable and show my fears, failures or weak areas…”
It’s NOT either or. It is BOTH/AND. How cool is that? Knowing what tool from your belt to use, when and how is critical.
measure
LEADERSHIP then is a customized set of skills and methods, masterfully woven together in doses, at the right times and places to be effective for all. Lots of solutions, winning and connecting will come with that combo. So will production, employee retention, and stunning innovation.
 
If you are open to it, being real about both your strengths and your blinders can be inspiring. At times you may reveal things to everyone. Sometimes that may be to a small elite mastermind group in the profession, company or team.

Sometimes both the bravado of releasing a vision, and the passion behind it, followed by humble tones of the obstacles that you face, and even a tear can be a winning combination. *I am not saying put that kind of speech together. If it’s too thought out, if it has a hook or contrived agenda- then it’s not inspiring. That’s not vulnerable, that’s manipulative theatrics. Big difference, and they can feel it.

puppet on a string

When I am speaking, I am open to all facets of my personality, strengths, and tools. I know where I am going, but I feel free to authentically use the words that come up for me in that moment, not scripted out. I also access both positivity and passion, vision casting and encouragement, with vulnerability in telling real stories, and addressing REAL challenges, so that I meet people where they are. I have had bliss and failure, and so have they. We are no different at our core. We all want to have purpose. We all want successful relationships. We all have dreams to fulfill. So resonating with your team, audience, or company, versus towering over them really works. It works because it’s connection. People dig true connection. They trust it. And trust is hard to gain these days, but so magical when you do.

vulnerable 2

An Island vs. a Village

We were not born alone, on an island. We don’t get anywhere without others, bad or good.
We accomplish things in communities of people. Family, Friends, Work, Church, Charities, Clubs…..it doesn’t really matter what we are creating; we do it better together.

happy meetingWhen a leader says: What are your ideas on this issue? Let’s brainstorm on this challenge or event…. Let’s bring all our experience, education and collective wisdom together in creating a new paradigm… THAT is inspiring. That is motivating. It’s engaging! People pay attention, and feel worthy when THEY are engaged.

That means you don’t have all the answers. And- you don’t. I don’t. That means you are taking time to listen. That means you care what others are thinking. That makes a great leader. There are times when time is short, and we just get to GO, with little collaboration. I get that. If that is most of the time, you may be trying to accomplish too much, too soon, with too little perspective and feedback. Narrow scopes offer narrow results. But there can be more time, blocked out intentionally, to collaborate and grow your company, your vision, your production, your influence and reach…by enrolling others.

To enroll others, we deserve to be vulnerable, as well as all the other traits that make a phenomenal leader. Perhaps in my next blog I will tell the story of my own personal “ONE DAY” when I totally got it, that vulnerability is paramount for a great leader. It’s mandatory for me.

Not always easy. But often necessary. And worth it.

I would love to hear YOUR comments and thoughts on vulnerability, especially for leaders. And any likes, shares…always welcome! 🙂
Many Blessings,
www.shelig.com
sheli  G
CILC | CMC | CEBC
www.shelig.com
CEO Women Ignite Idaho Conference and Trade Show
WII neon sign woman light
WomenIgniteIdaho.com
International Speaker
Master Certified Business Coach
World Changer Leadership & Life Mastery Coach
“It’s time to ignite the World Changer in YOU!” ~sheli G

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Contact me: Skype coach.sheli

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The “Balance” Self Test

People in the U.S. often talk about “Balance”.

So, what is that anyway?

bal·ance

[bal-uhns] noun, verb, bal·anced, bal·anc·ing. noun. A harmonious or satisfying arrangement or proportion of parts or elements, To bring into or maintain in a state of equilibrium, A stable mental or psychological state; emotional stability.

In my http://www.shelig.com Business and Life Mastery Coaching and workshops, I often hear this: “I am trying to gain, maintain or realize balance in my life…” But it is rarely perceived as achieved by most people I know. Or perhaps we wouldn’t know it even if we did achieve it. It’s a bit allusive. It is best defined not in the collective perspective at all, but individually. What represents balance for one, is boring to another, and to yet another is quite overwhelming. I believe a state of balance for all of us is a fluid, ever-changing process. From week to week, month to month and so on, *this balance that I strive for must continually be weighed out by me, for me.
Weighing my balance
scale wellness
This is a self-assessment chart that I like to use for myself, and my clients. It’s very simple, and can be modified as you have other areas that you would like to rate yourself on. You can see on each category petal, there are 10 dots.  Rate yourself on a scale of 1-10, 1 being the lowest balance and needing work, 10 being as balanced as it gets, or perfect. Do each category, and then notice, what areas need the most improvement? Depending on your personality, you can structure your own Call To Action accordingly.
 
If you tend to get overwhelmed, take one area that needs the most attention, and work on it for a week while you continue to do your best in the other areas too. *But have that one area that you can focus on for improvement, one day at a time. Then add in another area as you are ready.
pie chart wellness
*A Life Mastery Coach can be really helpful here to assist you in addressing your lower areas, while encouraging you not to go into guilt or overwhelm. *Marinating in feelings of guilt and overwhelm serve no value, and can rob you of the precious energy you need to self-correct.

Overachievers who like to get a lot of results NOW might take on your top 2-3 areas that are lowest, and work on those. Focus on those for a month, then assess yourself again.

This is a great thing to do weekly or monthly as needed. BEING AWARE of these areas is a huge part of being balanced! Sometimes we are unknowingly off, and we just need that realignment of focus to help us adjust the sails.
 
As an Entrepreneur, Leader or Manager of a team
You can also see how your team is doing using a similar method. People are not motivated to work harder from the outside in, aka: a typical sales meeting, applied pressure (or shame), big goals and numbers. If they are, it’s a very temporary motivator. You want inspired employees, long term! That means they are motivated from the INside out, hence INspired. To do this, they need the self-awareness of what is working, and what isn’t working, or what needs adjustment. Employees will adjust themselves- when we empower them. Give them a tool to self test, and the time and resources to adjust. For a business context, the above pie chart categories may read more like: Retail Sales…Work relationships…File Completeness…Deadlines Met…Conversions achieved…Punctuality…Customer Service Scores… or whatever the culture of your business or team holds as valuable.
 
Also having a Dynamic Professional Facilitator to take your team or business through things like this can be positively enlightening, a ton of FUN, and then you can be there with your team rating yourself. Modeling accountability, responsibility and awareness to your team is profound, and speaks volumes over a typical business-as-usual meeting.
modern meeting
Sometimes, we all HYPER FOCUS.
That big project or event you are hosting. The family reunion that is at YOUR house. The big client that are you trying to land. The baby you just had. The Grand Opening of your business! The much needed vacation. The home remodel or move. Your company being bought out by another….
obsessed
There are times we just have to get through an event, a season, or a rites of passage time in our life… and do the best we can, with a lot of energy going towards that 1 big goal or event.
When that benchmark is achieved, we can do our self test and re-align.
What suffered the most during that time, or in other words received the least amount of your energy? Your family? Your Sales? Your health? Relationships? Your charity or church? Again- this can only be assessed by you, for you. But when we hyper focus, we need to take a pause when we come up for air, and intentionally decide what the next chapter will look like.When I leave the country to go do workshops and seminars for a week, I make it up to my kids both before and after I get back. I block out a bunch of time that is just for them. No phone calls taken or meetings, just my undivided attention. That’s part of my balance.
Balance is important, although not easily defined. Do the test. Don’t beat yourself up. It’s a never-ending process. As life changes, so do we. *Self-assessing, which then leads to Self-awareness, are the two first big steps in achieving the right balance for you.

Many Blessings,

 www.shelig.com
sheli  G
CILC | CMC | CEBC

www.shelig.com
International Speaker
Master Certified Business Coach
World Changer Leadership & Life Mastery Coach
“It’s time to unleash the World Changer in YOU!” ~sheli G

http://youtu.be/hgYO8hZdFXI

Connect with me on:
https://embracereal.wordpress.com
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http://www.youtube.com/user/coachsheliG
http://www.linkedin.com/in/shelig
https://twitter.com/sheliGinspires
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TOP 5 Work Relationship Tips

“People don’t care how much you know, until they (really) know how much you care.” ~ Theodore Roosevelt

wow
5. Be kind.

Too many egos, too much brain damage. With so many employment options, and with Entrepreneurs popping up everywhere, it’s time to refocus our compassionate tools. If we dig down deep- everyone who is healthy cares. It’s about authentically and intentionally showing it, regularly. I know, you may not be a “huger”… although 3 hugs a day does keep the doctor away. 🙂  *But it’s the genuinely warm comments, personal relationships, birthday wishes and so on that keep work from feeling like a “have to.”



4. Collaborate.

Some leaders feel they are too busy to collaborate with most employees. I believe that’s their mistake. This is a collaborative world. If you hire Millennials, (18-30) that is the ONLY world they will stay a part of for any length of time. We no longer wish to take part of that worn out, overly authoritative corporate model of our parents generation, although some companies are still slow to evolve. Some leaders think it takes too much energy to connect with their people outside of agenda driven meetings (yawn). But- it takes more energy to do the damage control, and deal with the constant turn over resulting from not taking time to treat employees or volunteers like their difference TRULY matters. If you manage a team, hear them out. Block out team dialogue times at least 4 times per year. Brainstorm. Get feedback. Have fun doing it. Learn. Be genuinely interested. Let them have some skin in the game. It will make them feel a part. It will expand your knowledge and perspective. It will encourage great relationships. People are so smart and creative. *They don’t want to work like robots.


happy meeting

3. Appreciate.

Throw a really cool, FUN party. Don’t give a sales meeting or do any “work laundry” there. Relax. Connect. Leave your cell phone in the car. Celebrate. LAUGH. Give Starbucks cards out occasionally (or a good local coffee shop that does the community well) Give Turkeys (organic) or Sparkling Apple Cider during the holidays. Give an extra day break close to a weekend sometime, just because. If your company is making fabulous money, give a nice bonus or a trip out. *Honor those faithful people. They will be happier, and happy people produce more, and stay longer.

“The day soldiers stop bring you their problems is the day that you have stopped leading them. They have either lost confidence that you can help, or concluded that you do not care. Either case is failure of leadership.”
~Colin Powell

2. Listen.

Workplaces are made up of people. People who think, live, dream, have issues, have questions, have stories. Leadership means listening…even when it takes up time. Even when it’s out of your comfort zone. Even when it’s about personal stuff. People need people, and good leaders support and mentor their team by listening. *If they seem to need too much support, have them hire a Business or Life Success Coach. Bringing in a professional team building coach for your team can also be a fun and relationship-building experience all can grow from.

listen
1. Model.
World Changing Leaders model great attitude, authenticity, kindness, hard work, innovation and humor. Act the way you want your employees to act, but understand they will do this in their own way, and in their own strengths. Extrovert or introvert. Verbose or quiet. Creative or analytical. *Make sure they are in the right spot for them, where they can work in or from their fabulous strengths. Today- it’s the only way.
“A leader is a dealer in hope.”~Napoleon Bonaparte
Many Blessings,
www.shelig.com
Many Blessings,
sheli  G
CILC | CMC | CEBC
www.shelig.com
CEO Women Ignite Idaho Conference and Trade Show
WomenIgniteIdaho.com
International Speaker
Master Certified Business Coach
World Changer Leadership & Life Mastery Coach
“It’s time to ignite the World Changer in YOU!” ~sheli G

Facebook LinkedIn WordPress YouTube pinterest
Contact me: Skype coach.sheli

Connect with me on:
https://embracereal.wordpress.com
http://www.facebook.com/sheliGinspires
http://www.youtube.com/user/coachsheliG
http://www.linkedin.com/in/shelig
https://twitter.com/sheliGinspires
http://pinterest.com/sheligcoaching

Control=Old School… Inspire them!

This is the most simple answer, to a common challenge for many leaders. I learned this one in my twenties, both in management positions, and in owning my first business.

You cannot control others. Period.

leadership style

Yes, you can nag them. Write them up. Fire them perhaps. Then start all over again. But at the end of the day, THEY CHOOSE. They decide if they are in or out. They decide if the organization’s message resonates enough with them to invest at a high level. They choose how hard, long and creatively they will work.

In my consultations with organizations, leaders and teams, I find that often Team Leaders will spin with frothy frustration over control tug-of-wars with their teams. Exhausting. Let’s get real; People don’t go to work because they want you to be proud of them. It’s not THEIR company or vision. (this is important for CEO’s who think everyone should think like them- it ain’t gonna happen) And they don’t care about their managers bonus, generally speaking. They are there for some internal and/or external reason of their own. Personal fulfillment. Bills to pay. This is the field they got a degree in. Or this is a step in the direction they are headed. Or because they love their job. Or they love the type of clients your company attracts… But they are not there to fulfill your ambitions as a team leader, or company owner/founder. Ambitions like: status, numbers, money, ego, power, market position, retirement, moving up the ladder etc.

That’s OK that they are there for themselves. You are there for yourself as well. It’s your dream, vision, calling or whatever. So- like your team, you are all there for personal reasons. 

www.shelig.com fire

When I facilitate workshops, the same elements apply.

People show up. They show up for a reason. Those reasons differ. What they will all individually bring to the room dynamic is unique. What they will create, and take away from that space is unique! We aren’t robots, right? So then my job is NOT to control them, but rather to inspire them. (this is way more fun and NOT exhausting!)

SO- I create a safe, premium environment for the participants to do whatever work they came to do. But the majority of what I do, I create during the live process, with the team I am working with. I have my intentions beforehand of what I am hired to accomplish. And, how I get there totally depends on the participants! I move from my list of planned exercises, and adapt them to match the dynamics of the particular individuals or team. I base this on: their strengths, their attitudes, the time frame, the obstacles, the personalities, the intention of that particular workshop, and the biggest factor: What they would like to create or take away our time together. *I have them share this, early on in our sessions.

What do they want to create?

What THEIR intention is. That is their hot button, and how you can understand them. What motivates THEM? Remember, It may be very different from what motivates you. That’s OK, as long as they ARE motivated, right? When you understand them, you can then be an inspiration to help them fulfill that goal. Inspired individuals, teams and volunteers are happier and more fulfilled. Happier more fulfilled people produce more, produce quality, last longer, and make your life as a leader better.  But it doesn’t come from them having a copy of their job description. It doesn’t come from your companies expectations or demands. It comes from place inside of them, not just an external call to action anyone can deliver.

A team and the leader are in a co-creative process, hand in hand.

Neither one is more important, or more right. The leader is in that position, hopefully, because he or she has those strengths to help facilitate. But just as important are the strengths of the individuals on the team. Collectively the agenda is accomplished. The leader then, is more the funnel, creating the space and design for all to participate fully, and troubleshoot when things are not going in the direction that is valuable to all.

Friends was an American sitcom. The series was a huge hit, and is one of the most popular TV shows of all time.

Jennifer Aniston was arguably the most popular influencer or leader of the cast. But- without all the other cast mates, the show wouldn’t have been so ridiculously successful for so long. Think about that show without Phoebe, Ross or Chandler. This is true of the people that surround any leader. They are your co-stars. Your biggest assets. Your positive chemistry, and what you create with them is what will make your business or organization thrive.

If a leader or manager is looking for a lot of the glory, this is tough. As a leader- you should want your team getting that praise. They need to be the rock stars. Then they will produce more too. That is when a leader truly is great; when they teach others how to lead.

leaders1

Many Blessings,

 www.shelig.com
sheli  G
CILC | CMC | CEBC

www.shelig.com
Speaker
Master Certified Business Coach
World Changer Leadership & Success Coach
“It’s time to Level UP, and harness the World Changer in YOU!” ~sheli G

Connect with me on:
https://embracereal.wordpress.com
http://www.facebook.com/sheliGinspires
http://www.youtube.com/user/coachsheliG
http://www.linkedin.com/in/shelig
https://twitter.com/sheliGinspires
http://pinterest.com/sheligcoaching

TOP 5 things that keep Employees happy

In my dad’s era, people stayed with companies for decades, or their whole career. Of course, companies didn’t do as many mass layoffs back then either. So we get that the corporate culture has changed. “Employee Loyalty” is tough to create, but not impossible to at least raise it! Here is what some research, and some opinions, suggest might help.

make a difference

5. Care.

NO I mean really, genuinely care about their lives. You don’t have to be their best friend, whether you manage them or own the company they work for. But, authentic compassion counts. You can intuitively tell if they give a rats. Sheer fakeness you can sense a mile away. ~Having a kind, personal conversation, sending a handwritten thank you card or Birthday note (not from an assistant) or a gift cert to Starbucks occasionally doesn’t hurt anyone’s feelings.

laura high five

4. Humor.

LAUGH. Positivity in the workplace is a HUGE reason people are content and stay a long time. We ALL deserve a break from the stress and results driven work code. There is often a huge need at any job to laugh. Laugh at yourself. Laugh at what didn’t work as you seek to improve it. Laugh often and as much as possible. Create funny content somewhere in the workplace; in your employee manual, in otherwise blah emails, in signs hung in the break-room, on videos that are before or during staff meetings. Play funny (safe, tasteful) tricks. It will go a long way. ~Keep it clean and not at anyone’s real expense.

happy meeting

3. Tell.

Keep them in the loop. People these days are empowered. Obnoxiously so at times. That said, they HATE not being in the loop. So- communication is very key. Bosses who are of the mindset that: “They don’t need to know!” On most things, leave most employees feeling small, disconnected with the company, the leaders, and most importantly the VISION. If they cannot wrap their brain or heart around the vision, it’s a temporary gig. You will be replacing them often. Enroll them. Educate them. Sometimes, do that crazy thing- ask their opinions. (In controlled ways and times) ~Let them know they matter, since they are at the heartbeat of making the business succeed long term.

strengthsfinder

2. Hire Right.

Everyone has strengths. Period. BUT, too many employers hire or transfer people into the wrong position for that employee. The employer or manager is then frustrated with “What the heck isn’t working??” Your top salesperson almost never makes a great manager- these jobs need totally different skill sets. Your top engineer probably won’t make your best sales rep. Again, generally speaking, the skills, personalities and training needed are way different. So don’t harass people to be good on what they suck at. It’s very UN-motivating. If they are not using their strengths 85% of the time or more in their position, they WILL burn out, and they won’t produce the kind of results you want. (*but their ego and possibly their paycheck increase will have them saying YES to the wrong job- if you offer it)

Get the right interview screenings in place, or hire an Interview consultant. The organizations I consult on Employment screenings use Gallup’s Strengthsfinders version 2.0 (in the US). This will reveal your employees top 5 strengths, in order. Then you and they can both know if they are in a job that organically uses their top strengths most of the time, OR if they can approach that job in their own way, in their best strengths. If they are not in the right role, MOVE THEM to a better one. ~You will both be much, much happier!

acknowledge

1. Acknowledge.

You may have thought money would be here at #1, but it isn’t. Research shows that “Happy Employees” are not as concerned with money as you might assume. General Well Being and happiness come from more than money, and we all know that today. Money can be made or lost, but contentment is tough to achieve. One thing that ALL people love, especially hard working employees, is to be appreciated, treated with respect, and told thank you. EVEN if what they are doing is their job. EVEN if it’s not “your style” to thank people often. Thank them. Tell them “thank you!” in front of their peers as often as possible. Don’t take credit for their good work, give them the credit. Find out where the great ideas are coming from. Give kudos. This promotes them doing those epic things more often. Nothing is more frustrating than the feeling of being taken for granted, every day. ~Remember when someone else took your positive ideas for improvement, implemented them, never mentioning you?

“A good objective of leadership is to help those who are doing poorly to do well and to help those who are doing well to do even better.” Jim Rohn

With charisma alone, influence becomes increasingly more difficult to sustain. With character, as time passes, influence builds and requires less work to sustain.  John Maxwell

 
sheli  G
CILC | CMC | CEBC

www.shelig.com

Certified International Business, Leadership & Life Success Coach

www.shelig.com

 

5 things my Dog taught me about Business

Dogs are amazing. They innately know some things that we as Leaders deserve to observe and implement about business, and people.

5) If you smell, it’s time for a bath.

Black pug in hoodie on a white background

Good hygiene and grooming are very important in business. No matter what business you are in, you need to avoid offending people with how you look or smell. Every business has a dress code or culture to follow with great variances. But whatever that code is, be the best in your field. For Leaders and Business Owners wanting to gain clients, there are some keys to your best look:

~ Keep Hair clean, cut and up to date on style. (if you don’t know, go to a salon that knows and get them to help you or at least affirm or debate what you think is a good style/cut)

~ Clothes should ALWAYS, in all ways, be clean, pressed, and be the right SIZE. (when you gain or lose weight, get the new size. Tight on cash? Go thrifting or Ebaying for great deals)

~ Shoes always need to be polished, by you or someone. (unpolished shoes send all kinds of negative messages to your boss, clients etc)

~ Shower daily. Yep.

~ Teeth & breath need to be clean. (if you smoke and or drink coffee, brush after or use a mint or mouthwash please)

4) If you bark loudly and/or often, you will struggle with people- often.

As an extroverted person myself, I learned this important lesson: There is a difference between your inside voice and your outside voice. (If you don’t know what I mean, get a coach or mentor to explain)    🙂

3) Forgiveness is King.

dog kid

Forgiveness allows the relationship to reset endlessly, love unconditionally, and your tail to wag frequently.

We all make mistakes. It’s called being human. Let 99% roll off, and work out the rest. Save your energy for your work goals… avoid the drama!

2) Train them up in the way they should go.

Dogs act exactly how their owner trains them to. So do people. Be accountable as a Manager, Leader or Business Owner. Train them correctly, support them adequately, and they will succeed. If they don’t, they need more training and support, perhaps more than just by you. Bring in a neutral, objective Business and Life Coach. (*Hint- if your whole team is not acting as you would like them to, it’s not the individuals, it’s the system, the leadership, or both.)

1) The best dogs are irreplaceable.

dog backpack

And so are great people. They are not expendable.

~ Get really good people in the RIGHT job for them. *No one succeeds long-term in the wrong position. (which means YOU need to find, screen and place or transfer them well)

~ Train and support them exceptionally well in business, and their life. (they are not neatly separated with walls as we would like to think)

~ And above all, encourage and affirm their strengths.We get a lot of negative. We need to know what IS working about what we are doing, which propels us to do that more.

Employees, partners or associates will be very loyal to you, as you create and maintain a healthy, positive business culture for them to thrive in.

Many Blessings,
 
sheli  G
CILC | CMC | CEBC

www.shelig.com

Certified International Business, Leadership & Life Success Coach

www.shelig.com

5 Business items NOT TO SCRIMP ON

Cheapskate. Coupon clipper. Mega-Deal shopper.

These can be fabulous traits, as Dave Ramsey would usually agree. We have long overspent, over-purchased, and hard times have taught us to be intentional and careful with our bucks!

I am a sucker for a sale. But, when you are in business, some things you shouldn’t scrimp on. If you do, it can hurt your bottom line, defeating the purpose of “saving money” !

Here are a few…

#5 Your Company Logo

apple_logo_think_different

Think different, and think smart phone aps too. It’s not just about what looks good on a glossy piece of paper anymore. Is it INTERNET – social media – and click friendly? Will it be cool 10 years from now, or 40. It needs to have unique artistic quality, timeless energy, global capability.  Or you’ll be re-branding every few years. (now that’s expensive.)

#4 Your Company Party

company party

If you’re gonna throw a trashy party, skip it. A party is only as classy as it’s (host), food, atmosphere, and if applicable, the band. If you make it a potluck, have it at a Motel 6 carpet look-a-like room, and bring the receptionists 14 year old with a Wal-Mart clearance Karaoke machine, that is the quality of the party. Forget it, or GO BIG and FAT and posh. Especially if you do one a year for your employees, go all out. They deserve it. (if they don’t, support them better, with trainings, compliments, parties, and increase your fun AND profits 🙂 )

#3 Your Smartphone

smartphone

I admit it, my husband was right. (thanks honey) I had to level up my CrackBerry for a real business making phone. It’s worth every penny, as I’ve increased my revenue since I bought it. We can do a ridiculous amount on these handheld computers. It’s worth it.

#2 Your Promo Materials

I cringe when I see a photo copy of a copy of a photo copy of a blurry, crooked form of any kind  from a business. Be professional. Get it done right. If your printer sucks, get it printed on good paper at a copy place. If that’s too expensive, invest in a great copier/printer. It makes a huge difference. You’re not saving money with bad prints, you’re losing business.

#1 Your Business Cards

sheli G cards 1

Although much of our business promo stuff is online today, nothing beats meeting someone face to face,  and giving them a sleek, sexy, PREMIUM business card. For clients, affiliates, referral sources…it makes a huge impression. Notice the feeling you have when you get a hot one,  vs. a boring, old, 1980’s corporate card? Too much White or off White, too much text, too much not-needed info….and no WOW! Give them an incredible experience when they see that card. It speaks to who you are, and how vibrant your business is, or isn’t.

“After all, it’s not a race to the bottom…..” ~ Seth Godin

Many Blessings,
 
sheli  G
CILC | CMC | CEBC

www.shelig.com

Certified International Business, Leadership & Life Success Coach

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